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Hiring for a C level executive role is an important task because the person in this role will be responsible for making company-wide decisions that can dramatically affect the direction of a company. C stands for “chief” so it’s no surprise these people are responsible for taking on leadership duties.

There are a number of C level executive roles out there, including chief executive officer (CEO), chief information officer (CIO), and chief operating officer (COO). Each one is incredibly important to the daily operations and overall success of a business.

So how do you ensure that you are hiring the right person for the job? This is where recruiters with a specialization in hiring C level executives come into play. Top executive recruiters are your best bet when it comes to finding the perfect match – here are five reasons why.

1. Candidate Profile

Before beginning the hiring process, recruiters will sit down with you in order to get an idea of your company and what you are looking for in a new C level hire. From your discussion, they’ll create a candidate profile that defines what you are looking for and who will be the ideal match for your business.

2. Active Recruitment

A C level position is something that top talent rarely goes hunting for. Typically, qualified individuals will already be comfortable in their current position, meaning that it will take a recruiter to approach them and see if they are ready for a new opportunity.

Simply posting your position as available won’t likely get you the person you are looking for.

3. Vast Network

The best executive recruiters have a vast network of candidates that they will go through and quantify based on strict criteria that’s been determined beforehand. From there, your recruiting company will sort through all the candidates one-by-one via interviews that will help them determine whether or not they are the right fit.

4. Assessment Tools

Headhunters often use unique tools when assessing potential candidates. One such tool called smartFACTORTM evaluates candidates in three core areas: alignment with corporate values, general skills, and technical skills.

Often, things like value-alignment and soft skills get overlooked when interviewing candidates, which is why having an assessment tool like smartFACTORTM is a great way to ensure that these points are looked at carefully.

5. Experience You Can Trust

Executive recruiters typically know what to look for because they’ve been in the industry for so long. Based on their experience they can more easily discern whether or not a candidate has potential, and they also know what to look out for.

For example, leaders need a certain set of soft skills that might not be easy to identify right away in a candidate. Through the mix of assessment tools as well as tips and tricks from being in the business, a recruiter will be able to easily tell whether or not someone is leader-material for your specific company.